International Human Resource Management refers to managing the human resource in global context. It includes all policies and procedures that aim to manage and coordinate the activities of the work force in multinationals over the globe including parent and subsidiary companies. It gives insight of expanding scope of globalized policies, shared services and managing employees along the scope of the business over the boundaries.

OVERVIEW OF THE BOOK

Over the past few years, globally integrated enterprises are emerging due to the integration of the world economies. Globalization is basically the interaction of the countries or the economies building an interrelation. Now a days, the transactions, investments, commerce, trade and even knowledge sharing is exchanged over the countries. This broadens the scope of different global activities and globalization of commerce. As a result, companies are shifting from local to national, international or even multinationals.

According to Briscoe et al. along with the businesses, the functions and the role of HR are also expanding and becoming complex. Here is the need to formulate and implement the strategies for Global human resource management as it is the most crucial resource of organization and most difficult to understand and manage. This book covers all the aspects related to International Human Resource Management (IHRM) and is one of the good sources of knowledge for academicians and practitioners.

This book includes real examples and cases of international businesses and organizations, interviews with global HRM and academic research covering almost all currently relevant to the field. It addresses the issues related to structures, systems, strategies of the Multinational Enterprises (MNEs) operating in global economy.

This book has two parts: Part 1 throws light upon the changing nature of HR and global context and part 2 includes the policies and practices in that context.

GLOBAL CONTEXT AND IHRM

The pace of globalization is enduring to upsurge, intensifying the pressure on organizations as the competition among the organizations is getting global. History shows that initially people around the world expanded their trade activities, later they started to share kn owledge , technology an d resources-physical as well as intellectual. Due to th is , the construction of th e policies, i.e., c ompens ation, performance appraisal, talent management take on global face. Moreover, the GNP and GDP of countries are related and even affected by the socio-economic and political up and down of the countries.

Here HR manager's mind set has to be geocentric. He must be able to formulate both centralized and decentralized strategies. Here IHR's role is of integral partner in coping with this global competition. HRM functions as recruitment, selection, training, compensation and appraisals. So, when the HR is outsourced many complexities, i.e., cultural and contextual emerge which need to be addressed. This book also discusses those issues of convergence versus divergence in cultural variance around the world.

LABOR RELATIONS AND INTERNATIONAL LAWS

Employment law and ethics and their contribution to the context, define the role of International Human Resource Management in the multinational enterprises. Global employment law, industrial relations and international ethics give a brief introduction to labor relations. The book describes the institution's standards, laws and regulations that affect the employment activities of organizations and how they create a consensus on basic employment rights and other values which are being applicable almost all over the globe by the organizations. …

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